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Performance Management

Performance Management. Revisions and General Guidelines. Why Are There More Changes?. Productive performance management is key to employee engagement . You spoke. We listened.

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Performance Management

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  1. Performance Management Revisions and General Guidelines

  2. Why Are There More Changes? • Productive performance management is key to employee engagement . • You spoke. We listened. • Here are a few items from the Great Colleges To Work For survey (which measures employee engagement). Most are better than last year, but there’s more we can do…

  3. Performance Evaluation Cycle

  4. Performance Evaluation Cycle • This cycle can start whenever is most appropriate for the role or the best timing for the manager/employee • Managers can decide to spread out the reviews for their different employees or do them all at once • Merit will not be directly tied to the performance review though itis still the most important part

  5. Goal Setting Derive departmental strategy and goals from those set for the institution. Employees need to understand how they are part of the bigger picture. Enter into ePerformance(this is now essential)

  6. Keeping Goals Up-to-date • Employees and their managers can update goals throughout the year via the Goals section of ePerformance • Revise expectations, due dates, etc. • Remove past goals • Maintain progress notes visible to both employee and manager

  7. Performance Update (at least 1/year)

  8. Performance Update (at least 1/year) • Completed by Manager • Summary of Goal Progression • Continuous Learning Opportunities Taken • Development Needed (if applicable) • Completed by Employee* • Agree/disagree • Comments * There is no longer a self-assessment

  9. Why No Self Assessment? Puts ownership on managers who are the ones who should be responsible for evaluating their employees Reduces steps and time to complete reviews Employees can still provide informal input if the manager prefers in person, via email, etc. Employees always have the opportunity to read and comment on a review

  10. Annual Performance Evaluation (1/year)

  11. Annual Performance Evaluation (1/year) * There is no longer a self-assessment • Completed by Manager • Review of Each Goal (pull from ePerformance otherwise Manager must enter them manually) • No overall summary, but you a goal entitled “overall” and comment there • Competency Assessment • 6 competencies • Definitions vary by role: Individual or Manager • 5-point quality based scale: Low, Fair, Good, Excellent, Superb • Development Needed (if applicable) • Completed by Employee* • Agree/disagree • Comments

  12. Competencies

  13. Other General Suggestions

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